everyday leadership: small actions, big impact
It was the end of the first week at my first job after college. I was winding down from a busy day when my supervisor knocked on my office door. I invited him in and he asked how my first week was as he sat down on a chair. He inquired about what I was enjoying most so far, if there was anything I needed, and what my next week looked like. It was a very casual conversation that lasted about fifteen minutes, and he showed a genuine interest in making sure I had what I needed and offering support. I did not think any more about it until the next Friday afternoon when it happened again. Only this time I was more tuned in to my surroundings and heard him going from office to office, sitting down with each person, and having a similar conversation before he got to mine. He did this every Friday afternoon for as long as I worked there.
These meetings did not feel formal in any way. In retrospect, he was checking-in, however the conversations stemmed from a place of inquiry, were reflective, and had a tone of colleague-to-colleague collaboration. He served as a thought partner, asking questions, encouraging me to test ideas, and only occasionally offering suggestions. If handled differently, these same conversations could have been viewed as micromanaging, or punitive. Instead, I looked forward to them. These simple exchanges helped me learn, contributed to my feelings of being valued, prepared me for the next week, and were the foundation for a trusting supervisor-supervisee relationship.
In every interaction with staff—whether planned or spontaneous—leaders have the chance to reinforce a culture of respect, collaboration, and growth. These moments, often subtle and easily overlooked, are powerful opportunities to show that you value each person’s contributions, care about their perspectives, and are committed to their development. Use the list below to get a pulse of how you currently demonstrate that you value staff.
Reflect on the past week, as you read the following list of actions and note which you have done.
Valuing Staff Contributions, Growth, and Impact
This past week, I…
checked in on how things were going with a staff member.
discussed or referred to a staff member’s performance appraisal goal when talking to them.
gifted a staff member with a small token of appreciation.
helped a staff member with a project.
let a staff member know I was available to help them.
observed a staff member perform a task and provided constructive feedback.
offered specific, verbal accolades to a staff member.
pointed out or made a connection to a staff member’s strength.
provided a resource to a staff member related to an early childhood topic they were working on or interested in.
spent quality time with a staff member (e.g., ate lunch together).
was a thought partner to a staff member.
How do you feel about the ways you demonstrate valuing staff contributions, growth, and impact?
If you would like to do more, what are some action steps you can take this week?
Valuing staff contributions, growth, and impact does not have to take a lot of time or include grandiose actions. The little things you do can have a big impact on staff performance, career growth, and job satisfaction.
©Bella, J.M. (2025, September 9). Everyday Leadership: Small Actions, Big Impact. bella mattina. Retrieved from https://www.bellamattinaconsulting.com/blog/everyday-leadership-small-actions. This document may be printed, duplicated, and distributed freely with attribution. Permission for the inclusion in publications must be obtained in writing from the author.